This instructor-led study session is for students taking the CUHRCP exam. During this time, your instructor will review key content from prerequisite training that is pertinent to the exam. The exam will immediately follow the study session.

The CUHRCP exam is delivered and administered by Credit Union National Association (CUNA). The exam is a proctored, closed-book, multiple choice exam. Students will have two hours to complete the exam. Students who earn 70% or better on the CUHRCP exam and have completed prerequisite and classroom training, will earn the CUNA Credit Union HR Compliance Professional (CUHRCP) certification.

We live in a rapidly changing financial services environment. Those who don't recognize the changes and adapt accordingly are in for a rude awakening. One of the fundamental aspects of our evolving world are the profound demographic changes occurring within our communities. Diversity, equity and inclusion is not just a modern buzz word for fairness, it is an essential corporate governance goal that needs to be consistently addressed. The proven benefits of actively addressing diversity in the workplace cannot be ignored.  Most credit unions would quickly say that their institutions are more than adequately diverse, and many would be wrong.  Do you think your staff and volunteers accurately reflect the demographic makeup of your community? How do you know?

Regulations addressed:
• Dodd-Frank Act
• NCUA DEI Self-Assessment

Learning objectives:
• Understand the meaning of diversity, equity and inclusion
• Appreciate the potential benefits of an integrated DEI program
• Walk through the new NCUA diversity self-assessment

Speakers: Michael Barnsback, David Reed and Diane Reed

The Human Resources function is a fast paced and highly regulated environment. this session will discuss and identify recent changes to HR related regulations and explore in detail the EEOC's Strategic Enforcement Plan (SEP). The SEP provides clear detail to employers about the focus of EEOC enforcement efforts and the issues employers should be addressing. It identifies six areas of emphasis and establishes what employers will need to do to maintain compliance in those areas.

Regulations addressed:
• Fair Labor Standards Act
• Americans with Disabilities Act
• Title VII of the Civil Rights Act
• Immigration Control and Reform Act
• Age Discrimination in Employment Act

Learning Objectives:
• Identify recent significant legislative and regulatory changes
• Understand how these changes will impact HR function
• Study recent EEOC Enforcement Actions for guidance

Speaker: Michael Barnsback, David Reed and Diane Reed

Changes are afoot in the workplace largely due to the “new” employee: Millennials, Zs and Nexters. From social media advertising to shared work spaces to cafe environments to onsite alcohol to working from home to all sorts of creative benefits, the “new” workplace requires a new approach to HR compliance. This session both explores the best practices in recruiting and retaining this unique group and discusses how to avoid the pitfalls inherently involved in this new reality.

Regulations addressed:
• Fair Labor Standards Act
• Americans with Disabilities Act
• Title VII of the Civil Rights Act
• Age Discrimination in Employment Act
• Family Medical Leave Act
• IRS Regulations

Learning Objectives:
• Evaluate trends in social media recruiting
• Explore the “new” workplace environment
• Discover work-from-home best practices
• Delve into the nitty gritty of “creative” benefits

Interactivity: Participants will work in groups to share methods for overcoming objections from senior staff regarding the “new” workplace realities.

Speaker: Michael Barnsback

The ADA, Title VII and their regulations require that employers engage in an “interactive process” to assess reasonable accommodations, but what is really involved?  This session will help you identify when the “interactive process” is necessary; and what is means to engage in the process to identify appropriate and reasonable accommodations.

Regulations addressed:

• Americans with Disabilities Act
• Title VII of the Civil Rights Act of 1962
  
  

Learning objectives:

• Understand when is the “interactive process” necessary
• Discuss who should be involved
• Learn how to conduct the “interactive process”
• Hear about resources for potential accommodations
• Understand religious accommodations
• Learn about the documenting the process

We live in a rapidly changing financial services environment. Those who don't recognize the changes and adapt accordingly are in for a rude awakening. One of the fundamental aspects of our evolving world is the profound demographic changes occurring within our communities. Diversity, equity and inclusion is not just modern buzz phrase for fairness, it is an essential corporate governance goal that needs to be consistently addressed. The proven benefits of actively addressing diversity in the workplace cannot be ignored.  Most credit unions would quickly say that their institutions are more than adequately diverse, and many would be wrong.  Do you think your staff and volunteers accurately reflect the demographic makeup of your community? How do you know?

Regulations addressed:
• Dodd-Frank Act
• NCUA DEI Self-Assessment

Speaker: Michael Barnsback

There are many moving parts to an effective anti-harassment/discrimination program at your credit union. None are more important than comprehensive training for your managers. Time and time again harassment/discrimination complaints have revealed poor management interaction led to an escalation of the conflict or a failure to identify unacceptable behavior in time to prevent a claim. Isn't it time you make sure that your front line managers have the training and skills necessary to protect the credit union and all of your staff and volunteers? The session will review the key components to an effective management anti-harassment/discrimination training program.

Regulations addressed:

• Title VII of the Civil Rights Act of 1964
• Age Discrimination in Employment Act
• Americans with Disabilities Act
• Fair Labor Standards Act
• Family and Medical Leave Act
• Immigration Control and Reform Act
• Bankruptcy Code
  
  

Learning objectives:

• Identify appropriate topics for manager training
• Develop training materials and programs
• Learn about keeping proper training records
• Learn effective training tips and techniques

What are Millennials, Zs and Nexters looking for in their next employer? Surveys show they're looking for a place that appreciates them allows them to make a difference in the world. So, how are businesses showing their appreciation?  In a word, they're getting “creative” with their benefits.  This session examines a plethora of “creative” benefits companies are using to recruit and retain the best of today's workforce as well as the potential pitfalls you need to avoid when choosing this creative route.  From free vacations to Happy Hours to fluid work hours and holidays, today's benefits are a lot different from those of yesteryears.

Regulations addressed:
• Fair Labor Standards Act
• Anti-Discrimination Laws
• IRS Regulations

Speaker: David Reed

An HR compliance audit is simply a comprehensive review of your institution's adherence to regulatory requirements.  By following a few basic rules and utilizing readily available resources, there is no reason why HR compliance audits cannot be performed internally. Such an internal audit allows for greater customization and control over the HR compliance function and saves money as well.  

In today's increasingly challenging world of financial institution compliance, we need a systematic approach to ensure we are not taking excessive compliance risk.  A fully integrated compliance management program must contain an audit component to verify full compliance.   Don't let someone else discover a failure within your compliance program before your team has an opportunity to conduct a complete audit. A robust internal compliance program can help ensure you are following all the proper rules and regulations and limiting your exposure to regulatory entanglements or costly employment litigation.

Regulations addressed:
• Fair Labor Standards Act 
• Americans with Disabilities Act
• Title VII of the Civil Rights Act 
• Immigration Control and Reform Act 
• Age Discrimination in Employment Act 

Learning objectives:
• Break Down the Compliance Management System
• Tips for Creating a HR Audit Plan
• Understand Stages of an HR Audit
• Put Results Into Action

Interactivity: Small group discussions and report outs, case study table top exercise

Speaker: Diane Reed

In today's increasingly violent world, we no longer simply need to prepare for violent threats from without, but also from within. FBI statistics reveal there are over 1.5 million incidents of workplace violence annually. Protecting both members and staff is an essential element of credit upon operations and a regulatory mandate under section 748 of NCUA rules and regulations. This session reviews not only federal guidance on how to prepare your workplace for potential safety threats but also puts your knowledge to the test.

Regulations addressed:
• OSHA
• Part 748 of the NCUA Rules and Regulations

Learning objectives:
• Review the components of a comprehensive Violence Preparedness Plan
• Learn de-escalation and avoidance techniques

Interactivity: Participants will:
• Practice de-escalation techniques and 
• Take part in a mock “take-over” of the room

Speakers: David Reed and Diane Reed

Social media. It's here to stay, and it can be your best friend or your worst enemy. It used to be that it was easy to manage communications in the workplace. Simply provide each staff member with a computer, a few passwords and a Privacy Document and all was well. Next came policies that took away access from Social Media during work and mandates that required all employees to refrain from downloading anything off the net. But in today's world of cyber-theft and identity crimes, yesterday's techniques for managing workplace technology just aren't enough. What do you do with the employees who use social media for their job functions… marketing, business development, collections? What about those who work from home? From sample usage policies to management strategies, this session provides credit union management with the latest in documentation and policies to help you manage our ever-changing technological environment.

Regulations addressed:
• Gramm Leach Bliley Act
• Part 748 NCUA Regulations
• National Labor Relations Act

Learning objectives:
• Understand the implications of the National Labor Relations Act
• Identify the “red flags” found in many of today's social media policies
• Learn which disclaimers you need to use, where to use them and when
• Understand the link between your technology policies, privacy policies, anti-harassment policies

Interactivity: Small group discussions, consensus building and report outs.